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This paper focuses on two categories of teaching personnel, those inside and outside of the tenure stream, who together provide instruction in North American post-secondary institutions. Segmented labor market thinking is used to examine the extent to which entry to the tenure stream is achieved by those who begin on appointments outside of these internal labor markets. Tabulations provided by Statistics Canada on the fate of seven entering cohorts of full-time instructors at Canadian universites (excluding Quebec) seven years after their initial appointment are analyzed. We find that a consistent and meaningful proportion of each cohort achieves entrance to the tenure stream from an initial external labor market appointment and that such an employment history accounts for almost half of all entrants who actually remain. Thus, despite the hardships of many who have no opportunity to be considered for continuing employment, external labor market appointees are, nonetheless, an important pool for recruitment of permanent faculty. This study adds to the growing body of knowledge that identifies their major role in the provision of post-secondary instruction. Disadvantages accruing to women and young academics and their relationships to external labor markets are discussed, as are the implications of these patterns for the changing career trajectories of those currently entering academe.

Using the general work experience in Canada and the United States as a point of departure, the authors explore shifts in the characteristics of cohorts of newly hired instructors at Canadian universities from 1977 to 1991. They show a pattern of changes in academic job entitlements and major contributions of teaching outside the tenure stream (i.e., in external labour markets). These shifts include increased difficulty of access to academic appointments, manifested by increasing age of entrants, higher credentials, and a decreasing proportion of senior hires. Women's accelerated entrance to academe coincides with reduced options and a future of much more chaotic and difficult career trajectories, which they, as well as male entrants, must confront.

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Segmented labour market thinking is utilized, as are working definitions of internal and external labour markets relative to the university as employing organization, in a study of the deployment of instructional staff at one mid-sized Ontario university. Specific categories of students are found to be dispropor- tionately served by members of one or another of these market segments. Pronounced differences are discerned with respect to age and gender relative to labour market location. Statistics Canada data are utilized to demonstrate wide variations in the use of external labour market instructors over time within and between universities. Implications are discussed.